Gender Pay Report

In line with the Equality Act 2010, which requires companies with over 250 employees to disclose their gender pay gap on an annual basis, the Wasdell Group is pleased to announce its latest results. The Group remains committed to closing the underlying gap.


Pay Information & Gender Split

Mean hourly difference between male and female employees – 28%

Median hourly pay difference between male and female employees – 8%

Mean bonus pay gap – 88%

Proportion males/females receiving bonus payment – 4% males/1% females

 Proportion of males/females in each quartile:

Q1          74%        26%

Q2          36%        64%

Q3          28%        72%

Q4          29%        71%

Analysis

As in previous years, The Wasdell Group is required to report its gender pay information as shown above and on the Government website.

Our gender pay gap at 28% is unchanged from the previous year, and analysis of this difference previously has shown this to be the case based on fewer females holding positions within the upper quartile. The reasons for this are complex and, to a certain extent, outside the control of the Company.

We have an open policy to recruitment from people of all genders, but we do find there are significantly higher proportions of females applying for roles within the second, third and fourth quartiles. There are longstanding societal patterns and perceptions that have led to certain occupations being heavily dominated by one gender, and this tends to be the case within contract packaging.

Detailed analysis over previous years, which recalculated the gender gap for just the second, third and fourth quartiles, showed the pay gap to be just 1%. Career progression within the company is not restricted by gender or any other criteria, and the Company promotes employees based on skills, competence and experience.

As a Company, we are satisfied that all necessary steps are being undertaken to ensure that positions throughout the Company are filled irrespective of gender.

February 2020

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